企业文化决定成败管理(国外英文资料).docVIP

企业文化决定成败管理 For a fledgling entrepreneur, I think the ability of the other is not the only factor in choosing an entrepreneurial partner, and the courage to take risks is just as important. Ideally, it is best before and partners to work together, to make sure he has the qualities of entrepreneurs. If we have not cooperated before, both sides should carefully assess each others background, the previous colleagues to his evaluation, in short, in depth understanding of the decision. The recruitment of the first employees is very important for start-ups, which can affect the start-up culture of the start-up company for a long time. So the key is to find someone who matches the culture of the company you want to build, because once the culture is formed, its hard to change, and the first 50 are hired by the founder himself. As for the process of looking for, more is by feeling, many people have good experience and instrument talk, but if they feel they do not match the corporate culture, in this case, there is a trade-off. If you hire someone wrong, you should feel it very quickly. My suggestion is not to delay so as not to waste time on both sides. Startups are limited in capital and should not spend money on inappropriate employees, and delays are as bad for employees as they are. Two years ago, I hired someone who felt good on Monday, but in the week I found out that he didnt fit in with our corporate culture, so I made an agreement with him to leave the company on the weekend. Each company has its own unique corporate culture, according to their own culture related decision-making. Corporate culture is a very complex problem. Generally speaking, it is mainly embodied in employee behavior. Some companies will set up some slogan mission statements, but I dont think it will help much to understand the corporate culture, so I dont do it. Its mainly about action. With changes in technology, the surrounding environment, and financial conditions, a companys products and se